The role of high-involvement work practices and professional self-image in nursing recruits’ turnover: A three-year prospective study

Chênevert, Denis; Jourdain, Geneviève; Vandenberghe, Christian

doi:10.1016/j.ijnurstu.2015.09.005

Cited by 46 publications

(70 citation statements)

References 66 publications

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“…Researchers have found a strong positive correlation between intention to leave the hospital and intention to leave the profession (Lee, Dai, & McCreary, ). A longitudinal study further indicated that many nurses decided to leave the hospital prior to leaving the profession (Krausz, Koslowsky, Shalom, & Elyakim, ) and that leaving intentions could be seen as an early indicator of actual turnover among nurses (Chenevert, Jourdain, & Vandenberghe, ).…”

Section: Introductionmentioning

confidence: 99%

From job stress to intention to leave among hospital nurses: A structural equation modelling approach

Chien²,

Hwang

et al. 2017

Journal of Advanced Nursing

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Section: Introductionmentioning

confidence: 99%

From job stress to intention to leave among hospital nurses: A structural equation modelling approach

Chien²,

Hwang

et al. 2017

Journal of Advanced Nursing

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“…Our study also contributes to the relevant literature in several ways. First, improvement of professional self‐image reduces nurses’ intention to leave the profession (Chênevert et al, ). Our study also examined how professional aspects reduce nurses’ intention to leave but is new in examining the impact of career facilitators and barriers on such an intention.…”

Section: Introductionmentioning

confidence: 99%

“…Professional turnover intention indicates the intention to leave the profession (Chênevert et al, ; Jourdain & Chênevert, ). Such an intention would signal nurses’ potential to leave the profession, which could exacerbate the nurse shortage and degrade patient health, thus demonstrating the relevance of professional turnover intention.…”

Section: Introductionmentioning

confidence: 99%

How career facilitators and barriers influence nurses’ professional turnover intention

Chang

Huang

Wong

et al. 2019

Journal of Advanced Nursing

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Aims Our study investigates the influence of career facilitators and barriers on nurses’ improvement of their professional capabilities and their professional turnover intention. Background Reducing nurses’ professional turnover intention could help alleviate the global nursing shortage. Nevertheless, little research has addressed how career facilitators and barriers, nurses’ improvement of their professional capabilities and professional turnover intention are related, indicating a gap. Design This study used a cross‐sectional design. Methods We surveyed 502 out of 2,660 full‐time nurses who worked for a medical centre in Taiwan between January–March 2018. Our items were adapted from Cunningham et al. and Teng et al. and had adequate reliability and validity. Structural equation modelling was used to test the study hypotheses. Results Human capital, social capital, and discrimination were positively related to intention to improve professional capabilities. Moreover, intention to improve professional capabilities was positively related to action to improve professional capabilities, which was negatively related to professional turnover intention. Conclusion Most of the career facilitators and even barriers, boost the improvement of professional capabilities and are useful for retaining nurses in the nursing profession. Impact Findings of this study should have an impact on nursing managers by offering them means to retain nurses, for example, enhancing human capital and social capital among nurses to reduce their turnover intention.

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“…[3,13,20] Cultivating empowerment is one of the more common strategies nursing schools and healthcare systems use to prepare students and FYRNs for practice. [9,21,22] Any deficiency in orientation when FYRNs start to practice has a negative impact on their confidence. [5,11] The stress of poor orientation is increased in the absence of regular constructive feedback [7,13] and no time for the FYRN to learn how to improve performance.…”

Section: Introductionmentioning

confidence: 99%

“…[2,10] Experienced nurses continually strive for power within more powerful healthcare teams and are often afraid to stand up to the demeaning attitudes and condescension of more powerful groups. [17,22] Some experienced registered nurses respond by taking out their frustration on FYRNs and other less experienced nurses. [17] Workplace violence, once hardly mentioned, is becoming, or has become, the new norm for many nurses.…”

Section: Introductionmentioning

confidence: 99%

Transitioning to nursing practice in Lebanon: Challenges in professional, occupational and cultural identity formation

Madi

Clinton²,

Doumit³

et al. 2018

JNEP

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The aim of this study was to identify the challenges graduates from three of Lebanon's leading universities face as they transition from the role of student to first year registered nurse. Focus group discussions and one joint interview were conducted with 16 first year registered nurses transitioning to practice in university medical centers in Greater Beirut. Thematic analysis was used to summarize the challenges faced by the graduates. Initially, three descriptive themes were used to summarize the data: classroom learning, workplace realities, and "wanting a life". Together the three themes indicted that classroom instruction of baccalaureate nursing students in Lebanon raises expectations for ideal practice that cannot be realized in clinical units with high workloads and nursing shortages. As a result, first year registered nurses are made to feel unwelcome unless they compromise their values and adapt quickly to the pace of work. The three initial themes were revised deductively from the perspective of ego-identity theory to explain the relationship between transitioning to nursing practice and identity formation in late adolescence and early adulthood. If the pressures of identity formation are not addressed, first year registered nurses in Lebanon will be at risk for acquiescing to task-centered practice, abandoning bedside care for administrative roles, or leaving nursing. The evidence for this conclusion will interest nursing faculty, hospital administrators, nurse leaders, registered nurses, physicians, and nursing students.

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The role of high-involvement work practices and professional self-image in nursing recruits’ turnover: A three-year prospective study

Cited by 46 publications

References 66 publications

From job stress to intention to leave among hospital nurses: A structural equation modelling approach

From job stress to intention to leave among hospital nurses: A structural equation modelling approach

How career facilitators and barriers influence nurses’ professional turnover intention

Transitioning to nursing practice in Lebanon: Challenges in professional, occupational and cultural identity formation

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